PEACE STUDIES & CONFLICT RESOLUTION.pptx

Peace and conflict resolution

1. PEACE STUDIES & CONFLICT RESOLUTION

2. PEACE STUDIES & CONFLICT RESOLUTION

3. PEACE STUDIES & CONFLICT RESOLUTION

4. PEACE STUDIES & CONFLICT RESOLUTION INTRODUCTION Peace is state of quiet or tranquility: such as: freedom from civil disturbance. It is a state of order or security or within a society provided for by custom or law. PEACE STUDIES is an interdisciplinary field of inquiry animated by a desire to build sustainable peace at all levels of society through policy-relevant research and practice on a broad range of pressing topics, including: Concepts and processes that demand justice, promote healing, and create more equitable societies;

5. The root causes of violence in all its forms, including physical, structural, cultural, and environmental Strategies to prevent, end, and transform violent conflict through nonviolent means; and Approaches to promote structural and institutional change at local, national, and global levels. The field recognizes that conflict is inherent in human behavior and seeks to harness conflict through nonviolent means to reduce violence and transform societies.

6. BASIC CONCEPTS PEACE & CONFLICT RESOLUTION Peace and Conflict Resolution is concerned with how violence and conflict can be seen and resolved through the intersections of governance, human rights, democracy, poverty, and gender. The study is a social science field that analysis and identifies violent and nonviolent behaviours as well as the structural mechanisms attending conflicts (including social conflicts), with a view towards understanding those procedures that lead to a more desirable human condition. The field recognizes that conflict is inherent in human behavior and seeks to harness conflict through nonviolent means to reduce violence and transform societies. Peace studies provides undergraduates with the opportunity to see the world as it ought to be, rather than simply how it is. It equips the students with the knowledge to understand the root causes of violent conflict, develop nonviolent ways of resolving violence, and building a peaceful community. Unlike other declining specializations happening in some other fields, Peace Studies has continued to expand since then.

7. Johan Galtung : The Father of Peace Studies His experiences as a child (such as his father’s imprisonment in a Nazi concentration camp) shaped his determination to work for peace.

8. WHAT IS CONFLICT? Wouldn't the world be a better place if all the conflict was gone? While on the surface, we may think that this is a great thought, let's think deeply about what causes conflict and what happens after a resolution is found. For instance, think back to your favorite book or movie. Was there any conflict in it? Absolutely Yes, there was conflict. The fundamental recipe for a story plot is: Introduce your characters, discover the conflict, resolve conflict, and farewell your characters. Clearly, for stories that do not have a happy ending, the resolution of the conflict portion changes. This plot progression is true of shows aimed at the youngest of audiences (for example, the bear wants honey out of the tree but must trick the bees to get it).

9. WHAT IS CONFLICT?(contd.) Conflict is simply different actions or ideas, that are often related to the selfish pursuit of needs (known and unknown) that end in a state of unrest. Conflict is a necessary and permanent part of human existence. The major thing to remember is that conflict is natural. It can be a slight conflict that causes no harm or a terrible conflict that the outcome is irredeemable damage. Conflict itself is neither good nor bad. When conflict is handled maturely with an eye to a positive resolution, it can in most cases, lead to growth among all the conflicting parties. There are four main types of conflict, and they stem from many sources

10. TYPES OF CONFLICTS When looking for the source of a conflict, it's essential to recall that the various types of conflict reflect where the conflict originates (internally or externally) and the number of people involved (personal or group). According to Maria Airth,2018, there are four main types of conflict, and they stem from several sources or ideas that lead to instability. This lecture reviews the major types and sources of conflict with some examples.

11. TYPES OF CONFLICTS(Contd.) Interpersonal Conflict Conflict that exists between two people is called interpersonal conflict. The conflict is external to each person and exists only between the two people. Interpersonal conflict can be seen any time two people disagree on a topic. We see it in children when they fight over a single toy and when adults argue over politics or football. Because we have different likes and dislikes, enjoy different things, and view the world from different perspectives, interpersonal conflicts are bound to happen.

12. TYPES OF CONFLICTS(Contd.) Intrapersonal Conflict Remembering that the prefix 'intra-' means originating internally, you can see that intrapersonal conflict is when you feel conflicted about your own thoughts or actions. Maybe you've always told people they should help homeless people, and then, when you see a homeless person on the street, you become afraid and turn away. The disconnect between your words and actions may cause internal turmoil. Intrapersonal conflict is always a psychological battle for the person experiencing it. While intrapersonal conflict can be difficult, its resolution results in a stronger understanding of yourself.

13. TYPES OF CONFLICTS(Contd.) Intergroup Conflict 'Inter-' means external and 'group' means sets of multiple things, so intergroup conflict relates to conflicts that happen between solidified groups of people. This type of conflict happens constantly during any heated political campaign. It isn't just the two candidates in conflict, but individuals who strongly identify with one or the other may be involved in the clash of ideas and ideology.

14. TYPES OF CONFLICTS(Contd.) Intragroup Conflict This conflict occurs when two or more members of the group do not agree on a certain topic. It is a conflict within a team, where members conflict over goals or processes. For instance, a lecturer may want to take a risk to hold a class for 200 level students in the night, despite dissenting opinions among many members of the class . Intragroup conflict occurs among them as they debate the pros and cons of taking such a risk.

15. CONFLICT ISSUES Conflict arises from differences, both small and large. It occurs whenever people disagree over their values, motivations, perceptions, ideas, or desires. Sometimes these differences appear trivial, but when a conflict triggers strong feelings, a deep personal need is often at the core of the problem. There are five major causes of conflicts:

16. FIVE MAJOR CAUSES OF CONFLICTS Data (Information) conflicts: This arises when people have different or insufficient information or disagree over what data is relevant e.g , a person buys company car from a friend or neighbour who works in that company based on insider information they have received from the friend or neighbour ,but discovers the car is faulty. This occurs when people lack the necessary information needed to make a wise decision, are misinformed, disagree over which data are relevant, interpret information differently, or have competing assessment procedures. This type of conflict is usually the easiest to resolve, by adopting a process to ensure both parties perceive the data in the same way.

17. FIVE MAJOR CAUSES OF CONFLICTS (CONTD) 2 . Values conflicts: means two opposing beliefs are at play and one or more people involved feel pressure to conform. The good news is different values do not have to create conflict. For example, parents bar their teenager from attending a night party because they think it might be dangerous to attend a party in night, however, the teenager thinks otherwise. Values conflict is caused by actual incompatible value systems or perceived values. Values are beliefs people hold on, to explain what is right, or wrong or good and bad and to give meaning to life. Value conflicts happens only at the point when people are attempting to force one’s set of values on another or claim to exclusive value systems, that do not give space for divergent beliefs.

18. FIVE MAJOR CAUSES OF CONFLICTS (CONTD) 3. Interest conflicts: This happens when an individual's personal interests, such as friendship, finances, status, or family, aids a compromise decisions or judgement. 4. Relationship conflicts: This kind of conflict is a disagreement between two or more people (e.g., classmates, friends, siblings, or neighbours). The main cause of the conflict might be differences in beliefs, opinion, personality, experience, taste etc. They occur due to the presence of strong emotion (e.g., hatred, mistrust, or jealousy) and are created by poor communication, perceptions, stereotypes etc. it is usually fuelled by disputes that cause them to escalate.

19. FIVE MAJOR CAUSES OF CONFLICTS (CONTD) 5. Structural conflicts: This is often caused by the oppressive patterns of human interactions. These patterns are usually shaped by external forces to those people in the dispute. In most cases, the disputants have no reason whatsoever to conflict with one another, other than the structural issues that are imposed on their relationship. These conflicts can be resolved by identifying the specific structural issues and working to change it. Acceptance of the status quo can create structural conflict.

20. WHAT IS CONFLICT RESOLUTION? Conflict resolution is the process of ending a dispute or disagreement and reaching an understanding or agreement that satisfies all parties that are involved in that conflict. Since conflict is an essential part of human beings, effective conflict resolution cannot be designed to avoid disagreements. For example, Assertiveness by a lecturer who convenes a meeting between two students who have engaged in a public dispute.

21. WHAT IS CONFLICT RESOLUTION?(contd.) The objective of conflict resolution in the example stated above is not to decide the person that is right or wrong. The objective is to reach a solution that everyone can accept to live with. It is first, to look for the needs of those involved in the conflict, rather than finding solutions. This is a powerful tool for generating win/win situations.

22. ELEMENTS OF CONFLICT RESOLUTION In the heat of conflict, it can be difficult to think rationally about how you got where you are and how you might make things better. But by taking a break to consider the elements of conflict, you can move toward a more rational assessment of the dispute and come up with ways to address it. 3 Elements of Conflict Although there are many elements of conflict, the following three are among the most notable:

23. ELEMENTS OF CONFLICT RESOLUTION(contd.) 1. Interests. Conflicts often arise when we fail to carefully think through our own interests. For example, you may take offense after hearing through the grapevine that a classmate took full credit for a project you undertook and completed together. You certainly have a short-term interest in correcting that false impression if it’s true. At the same time, you may be overlooking a greater long-term interest: contributing to a functional school environment where conflicts are handled productively, and relationships grow stronger. When you bring such long-term interests to the forefront, you become more capable of looking into the rumor carefully rather than immediately confronting your classmate.

24. ELEMENTS OF CONFLICT RESOLUTION(contd.) When conflicts escalate, a new interest can emerge: the desire to punish or otherwise harm the other party for perceived wrongdoing. Read the works of Gabriella Blum and Robert H. Mnookin in The Negotiator’s Fieldbook (ABA, 2006) . This interest in exacting revenge often arises when we assume the worst about the other party and their contribution to the conflict. More specifically, due to the fundamental attribution of error, a pervasive human tendency, when things go wrong in our lives, we often blame factors outside of our control; but when things go wrong for others, we tend to blame the fundamental aspects of their character.

25. ELEMENTS OF CONFLICT RESOLUTION(contd.) For example, if your roof leaks a year after it’s been replaced, you may accuse the roofing company of doing a bad job, while the roofing company may blame you for not cleaning your gutters. The truth may lie in a gray area in between. When managing conflict in families or organizations and beyond, acknowledging our own potential contribution to conflict can help us focus on our long-term interests and negotiate solutions.

26. ELEMENTS OF CONFLICT RESOLUTION(contd.) 2. Alternatives. Our alternatives are another case of the primary elements of conflict. Experienced negotiators understand the importance of identifying their best alternative to a negotiated agreement (BATNA)before talks get underway. BATNA is the course of action that a party or group engaged in negotiations will take if talks fail, and no agreement can be reached. When we have a strong sense of our BATNA, we will position ourselves to accept no less than we can get elsewhere and increase our bargaining power.

27. ELEMENTS OF CONFLICT RESOLUTION(contd.) Parties involved in conflict also need to consider their BATNA—that is, what they will do if they fail to resolve the dispute. Depending on the situation, this may mean ending a relationship, making a formal complaint, or even filing a lawsuit.  Unfortunately, we tend to be overly optimistic about our odds of prevailing in litigation, arbitration, and other high-risk methods of conflict resolution. Researchers have found that we tend to overestimate the likelihood that a judge or other arbiter will rule in our favor.

28. ELEMENTS OF CONFLICT RESOLUTION(contd.) To avoid this trap, we (and our lawyers) need to spend at least as much time thinking about the evidence and opinions that the other side would present as we spend thinking about the merits of our own case. When we do, we can arrive at a more rational assessment of what happened—and become more willing to negotiate an end to the conflict.

29. ELEMENTS OF CONFLICT RESOLUTION(contd.) 3. Identity. Conflicts often tap into our deepest sense of our own identity. To take a couple of examples of conflict situations, if your HOD accuses you of doing a poor job on an assignment, you may feel as if your identity as a skilled, hard-working student is under attack. And if you lose your temper when scolding your sibling for making a mess just after you’ve cleaned the house, you may question your identity as a reasonable, empathic sibling. Because they lead us to question our essential competence and goodness, such “identity quakes” can knock us off-balance and worsen conflict. When the other party feels similarly attacked, we may conclude the relationship is beyond repair.

30. ELEMENTS OF CONFLICT RESOLUTION(contd .) Read the works of Douglas Stone, Bruce Patton, and Sheila Heen in their book Difficult Conversations: How to Discuss What Matters Most. According to Stone, Patton, and Heen , an important step in conflict management is to explore and acknowledge our identity issues. We need to think through our own vulnerabilities, some of which may date back to childhood, and how they may be resonating in the present. If you often felt overlooked as a child, you may be quick to believe that others are excluding or ignoring you.

31. ELEMENTS OF CONFLICT RESOLUTION(contd.) Remember that such conclusions can be a misreading of the problem. By considering our contributions and forgiving ourselves for our mistakes, we can become more capable of listening to the other party’s perspective—an important step in resolving conflict.   What other elements of conflict have you observed in your own disputes, and how have you addressed them?

32. THE RPOCESSES OF CONFLICT